Commercial Employment Law
Employment Law is a complex and fast moving area of law, which can be difficult for employers to keep up with. Employees are now more aware of their rights and as such the number of employment claims being brought against employers is increasing. Our specialist solicitors can offer a cost-effective and efficient service to employers across North Devon. We will work with you to ensure that your business complies with all the employment changes and developments, minimising the risk of claims being made by employees.
For advice on employment law please contact your most convenient office in Barnstaple, Bideford, Braunton or Ilfracombe for a FREE 30 minute appointment where our employment law solicitors will provide you with options.
Although you can try and safeguard employees making employment claims, in the circumstance when a disgruntled employee raises a grievance or issues an employment claim against you we can provide legal advice and assistance to help promote a successful resolution or if necessary provide representation in an employment tribunal.
Disciplinary and Grievance Procedures
If you do not have any procedures in place we can draft your policy documents or ensure that your current policies are up-to-date. Should you be faced with an employee raising a grievance or have to commence disciplinary action against one of your employees then we can provide guidance on how to handle both procedures.
This is a complex and ever changing area of law. We can ensure that you have policies in place in order to try and prevent discrimination in the work place. However, if an employee does make a claim of discrimination we will endeavour to resolve the situation so as to avoid litigation.
Drafting Settlement Agreements
Should a relationship with an employee have broken down we can assist to negotiate an agreement for the termination of the employee’s employment and draft the agreement.
Employment Contracts & Staff Handbooks / Policy
All Employers are required to provide employees with a written statement of their main employment terms within 2 months of commencing employment. Although an employment contract does not have to be in writing it is advisable to have a written contract with every employee so that terms of employment are clear preventing any disputes arising in the future. It is important to have policies in place to provide employees with the framework which governs employer/employee relations. Policies need to be kept up-to-date.
If you are concerned that your employment contracts, staff handbooks/policies are out of date then one of our team can visit you to discuss providing you with an ‘employment health check’.
Long Term Sickness / Capability Issues
If an employee is absent from work on long term sick leave we can provide you with advice on how to deal with the situation. In order to ensure that the employment relationship is maintained we can provide assistance on how the employee could return to work or negotiate for the termination of the employee’s employment/advise whether the employee can be fairly dismissed.
Redundancy / Re-organisation
We can provide advice on the correct procedure to be followed so as to ensure that any redundancies that need to be made are fair.
Transfer of Undertakings (TUPE) Following the Transfer of a Business or Service Provision Change
We can provide advice to ensure that all transitions are smooth and prevent the risk of any grievances/claims being raised by employees.
Unfair Dismissal, Breach of Contract, Wrongful Dismissal and Constructive Dismissal
If you are concerned about any of these issues or a claim had been made by an employee, then we will provide you with advice to try and avoid a claim being made or assist in resolving a claim that has been made.